The first type is known as "quid pro quo" harassment and it occurs when someone in power, such as a supervisor or a professor, promises or denies something in exchange for sexual favors. For example, if a boss tells his secretary he will give her a promotion if she sleeps with him, that would qualify as quid pro quo sexual harassment. or, if a professor tells a student that if she doesn't sleep with him, he will give her an F. For the course, this would also qualify as quid pro quo sexual harassment.
The second type of sexual harassment is known as "hostile environment" sexual harassment. This involves a pattern of behavior that creates a hostile environment in which an individual feels uncomfortable working. For example, a woman working in an office where all of the men have Playboy centerfolds hanging over their desks could be considered a hostile environment if she asks them to remove them and they refuse to comply. Once again, the actions have to be both unwelcome and offensive. It must also "unreasonably interfere with an individual's work performance" (Gordon 11).
Although most of the time it is women that bring charges of sexual harassment, the offense is not limited to women. Men can be victims of sexual harassment as well. Male or female, there are certain actions that need to be taken to effectively prove a case of sexual harassment. The first step is to immediately notify your employer (unless obviously it is your employer doing the harassing). If you are student being harassed you need to contact an administrative office designated to deal with discrimination and sexual harassment. These vary by university as to what they are called but information should be readily available on campus. If the authority you report the sexual harassment to fails to investigate and/or take appropriate action, then it is time to contact a lawyer. You must, however, at quickly because the longer you delay the process, the less likely you are to win your case (Gordon, 2007).
A recent case at a university demonstrated that sexual...
3) Implement formal and informal problem solving mechanisms, grievance procedures, investigative measures, and disciplinary procedures to resolve sexual harassment complaints. 4) at least once a year, conduct training sessions for employees. These sessions should teach employees what sexual harassment is, explain that employees have a right to a workplace free of sexual harassment and review your complaint procedure and encourage employees to use it. 5) at least once a year, conduct training
At all times, a compliant organization will provide the following to all/each staff/employee: A non-hostile work environment An anonymous and secure system for staff to report sexual harassment/ethical concerns Quick and responsive, unbiased, comprehensive & objective investigation into all claims A safe and courteous atmosphere for our patient population and for our staff An environment void of preferential treatment or discrimination based on gender An environment void of preferential treatment Interim & annual training sessions conducted
Sexual Harassment: An Examination Given the media and given the average citizen's level of misinformation, it's not at all uncommon for myths and unrealities to continue to thrive regarding sexual harassment. Sexual harassment is a form of discrimination and a negative interaction which is in violation of the Civil Rights Act of 1964. Sexual harassment is illegal in the workplace and refers to "Unwelcome sexual advances, requests for sexual favors, and
Employees have more difficulty identifying this type of harassment and therefore it is more problematic to address (Icenogle, Eagle, Ahmad, & Hanks, 2002). It occurs where an employee endures catcalls and other comments about their manner of dress. If the comments are unwelcomed and incessant, the action of these employees becomes sexual harassment. Another example of this type of behavior also relates to the act of continuously asking a
This must be done with care so that the accused offender does not attempt to take retaliatory action against the accuser. The Goforth article discusses how the Equal Employment Opportunity Commission and the Ohio Civil Rights Commission use outreach programs to show business leaders how a proactive approach to sexual harassment issues can prevent lawsuits, protect bottom lines and preserve reputations. The article recommends that employers must take an
Sexual Harassment Should a person (employer or employees) be held liable for unintentional sexual harassment? If yes, under what circumstances? If no, under what circumstances? Give examples of particular cases that address both circumstances. Sexual harassment is defined as "any verbal or physical behavior with sexual connotations that brings discomfort or degrades the work environment, where the aggressor takes advantage of his or her position or repeated involvement to impose such behavior
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